This is an example Attitude Sorter Report, exactly as it would appear to the
end-user. This report uses data from the iWAM questionnaire to analyze
the biggest strengths of each person, as well as a few areas of development.
While this report is directed to the end-user, it is written in a coaching
style and it's also a perfect tool for a coach or mentor.

CONFIDENTIAL

Report for : Albert EinsteinStandardGroup
for : Australia

This report describes some
of the 48 patterns of motivation and work organization the iWAM ProfileTM
is measuring. You can get an extended report describing each of the patterns
in full. This full report is available to the person that asked you to
fill out the test.

Strengths

When you are compared to the
Australian population, the following work organization and motivational
characteristics are typical for you. They tend to show up when you communicate.
Skills and abilities linked to these characteristics come natural to you
and you tend to develop mastery in these areas. Some people will even
say that these categories indicate your purpose in life. If you are applying
for a job, or are willing to bring a change in your career, we recommend
you to look for a job where you can put these characteristics into use.
These are talents you should cherish.

Activist: When you
have to participate in a new task or project, or when you are learning
something new, you are action oriented. You want to realize something
concrete. deep down in you, you realize that only action is real. You
understand the task or project based on your actions and the direct
results of your actions. This pattern is useful in job contexts where
action is required.

Performance: You
are especially motivated by what you can achieve and you hope that others
will evaluate you based on your results and your capabilities (as opposed
to based on what you say or think). You want to do things better, to
excel, and are satisfied when you succeed at this. You are not afraid
of facing difficulties. If you consider a situation as a challenge,
you will even perform better. "Pay for performance" fits you just right.

Information: You
have a craving to know more. Gathering information, getting the facts,
knowing what there is to know, are important for you. If you really
developed your motivation for information, you'll find that other people
turn to you if they need to find something: they have confidence that
you will have the answer or be able to help. This kind of motivation
is often found amongst journalists, librarians and some consultants.

Neutral (Content);
Your communication is oriented towards the content (the exact words
which are said) or the information you get and how you feel about that
content. You are likely to function well in job areas where technical
expertise is important (engineering, researcher, scientific work, professor
at university, ...).

Social Independence:
Independence is the ability to get on with things without having people
around. You are good in situations where you have to work alone. You
will function well if you have your own office, keeping your door closed
may help to concentrate. This is a pattern that often works well in
high-tech and computing. It is also a good pattern for inventors, writers,
some kinds of engineers, night guards, ...

Money: Knowing the
price, calculating the cost and what there is to gain, keeping score
are important for you, as is "getting paid fairly". You'll probably
also want to know where the money goes. This may indicate you are interested
in the financial side of managing a company. This pattern is useful
if you do bookkeeping, have to calculate prices or have to make budgets.

Automatic Convincer
Mode: You are motivated when a decision can be taken fast, if possible
right now. You are able to come to a conclusion quickly after gathering
a limited amount of information. You will extrapolate the "missing"
pieces and allow for the benefit of the doubt. You have a high trust
level. This is a good pattern for taking projects beyond the state of
the art.

Convinced by Doing:
When you have to decide about something, you prefer to do it yourself
or to handle it. If you are asked to decide whether a co-worker is doing
the job well, you'd like to be present when they do their work (or to
compare to how you would do it yourself). The proof of the pudding is
in eating it. You probably feel quite comfortable in "hands-on" jobs
where you really get to "do" something useful. Your management style
would be "hands-on management".

Areas of Development

Each strength tends to have a shadow side. The following work organization and motivational characteristics
are the ones you have probably developed the least, especially
compared to the population of Australia. These patterns might be
"blind spots" to you, but they are visible from the outside since these
patterns will appear less in your communication. If you come in a situation
where these characteristics are needed, it will take you more energy to
be successful. The more flexible you are You can either see these as areas
of growth, and develop these areas further, or you can try to organize
your life so that you focus more on your strengths.

People: It's not motivating for you to work with people and their feelings. Maybe for
you, feelings have no place at work, or people should be able to manage
those feelings themselves. Getting the job done is what counts. If you
do not recognize feelings, this may hurt or embarrass others. This is
a pattern that might alienate people, unless you have developed your
social skills and consider people as the task.

Complacent: This is a sign of organizational Independence. You don't want to tell others
what the rules and policies are, even if you know them yourself. Knowing
the rules and policies in place and trying to follow those as "a good
example" doesn't motivate you. This might get you into trouble in a
situation where this is expected from you (such as in the lower levels
of the hierarchy in large organizations, or if you would be confronted
with a strong manager who provides the policies and rules). Being an
entrepreneur, being self-employed or working in a small start-up is
more recommended, unless you get a job at executive level, where it's
you who sets the rules.

Structure: When you learn something, or start a new project, structuring all the parts
isn't that important to you. Organizing, structuring, splitting something
into parts, looking for resources are tasks that are less appealing
to you. This might be a handicap for design and planning tasks.

Concept: When you learn something, or start a new project, you don't have to spend much
time understanding the philosophy or having to theorize about it. This
might be difficult for you if your job is to write down a concept (some
consulting jobs) or if the theory is the job (such as for some academic
positions).

Please keep in mind
that there are no "good" or "bad" patterns, only patterns that are more
suited or less suited for certain types of jobs. We recommend taking this
report into consideration when evaluating whether you want to quit your
current job, want to accept a promotion or were offered another job. Also,
remember that the iWAM questionnaire is only work-related. We found that
many persons will behave differently in their work environment than with
friends or at home.

Note:

this is a report for the Australian standard group. If you don't
come from Australia yourself, and live in another county, people
around you may describe you differently from this text. Other patterns
might show up as strengts and weaknesses in comparison with a different
culture.